|Submission Date||Feb. 7, 2020|
New York University
PA-5: Assessing Diversity and Equity
|0.88 / 1.00||
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
A university-wide assessment was conducted in Fall 2017, known as Being@NYU.
The first phase of the campus climate assessment process was to conduct a series of focus groups at NYU to gather information from students, faculty, administrators, and staff about their perceptions of the campus climate. On March 20, 2017, NYU students, faculty, administrators, and staff (119 in total) participated in 21 focus groups conducted by facilitators from the third party consultants conducting the survey, Rankin & Associates, Consulting. Feedback from these focus groups directly informed how items were selected. The full introduction including a literature review is available in the full Being@NYU report.
Over the course of a year, the assessment working group reviewed several drafts of the initial assessment proposed by Rankin & Associates, Consulting, and vetted the questions to be contextually more appropriate for NYU. The working group also reviewed the final focus group report and revised/added questions to the assessment based on the themes offered from the focus groups. The final NYU University-wide assessment contained 147 questions. There were 116 quantitative questions and 31 open-ended questions for respondents to provide commentary. There were 54 opportunities for respondents to “write-in” a response should the list of response choices not include the specific response they wished to offer.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
81% of respondents were “very comfortable” or “comfortable” with the overall climate at NYU
75% of faculty, postdoc, professional research staff, administrators, and staff respondents were “very comfortable” or “comfortable” with the climate in their departments, programs, and work units.
84% of students, postdoc, and faculty respondents were “very comfortable” or “comfortable” with the climate in their classes.
17% of respondents personally experienced exclusionary conduct at NYU that interfered with their ability to work, learn, or live at NYU
27% of respondents observed exclusionary contact at NYU
42% of faculty respondents seriously considered leaving NYU
55% of staff/administrator respondents seriously considered leaving NYU
Information on how the assessment has influenced NYU action can be found here: https://www.nyu.edu/about/leadership-university-administration/office-of-the-president/communications/being-nyu-assessment-results-and-next-steps.html
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
The full report and executive synopsis were shared with the entire NYU community and presentations summarizing the results were given as requested, by the Chief Diversity Officer and their team.
The report and executive assessment were posted on the Being@NYU website, and shared in a series of recored life presentations and the roadshows mentioned above. See this page for the reports: https://www.nyu.edu/about/university-initiatives/being-at-nyu-survey.html
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.